3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Test Code : 3101-1
Test name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor name : Avaya
real questions : 68 real Questions
BILLERICA, Mass.--(enterprise WIRE)--Empirix, Inc., the identified leader in contact core assurance and end-to-end community efficiency visibility, nowadays announced that it has got Avaya Dev connect Certification for the Empirix Hammer test Platform relative to the Avaya air of mystery architecture. This capability offers key purposeful requirements for any solid or government carrier deploying secured communications.
This certification enables companies to exhaust Empirix examine automation to most efficiently, accurately, and cheaply simulate and test countrywide and regional catastrophe situations, including encrypted communique performance, at immoderate name volumes. This stress trying out measures specific voice excellent and adjunct methods, reminiscent of name recording, so as to subsist inescapable their viability in crucial eventualities.
Avaya Dev associate Certification confirms that the Empirix Hammer perceive at various Platform is in a position to effectively emulate Avaya phones the usage of encrypted media and signaling across the unusual charisma SIPS architecture. The certification additionally confirms that the Hammer examine Platform is able to become vigilant of an Avaya communication supervisor provider interruption and then seamlessly fail over to the Avaya ESS, behaving in a similar course to how genuine Avaya telephones operate in a catastrophe scenario.
“Empirix is joyful to deliver this crucial performance. Secured communications checking out is a helpful means that allows companies to set up with self belief, understanding that their implementations will labor as designed—even in the undergo of a technological or environmental catastrophe,” pointed out Derek Podgorni Senior Director of Product administration.
Avaya and Empirix customers depend on the Empirix Hammer verify Platform to examine encrypted voice interoperability, performance, and voice best before deploying device and configurations into production environments.
About Empirix:Empirix is the identified chief in end-to-conclusion network performance visibility with the enthralling capacity to dissect consumer behaviors with the aid of software in real time. They alleviate carrier providers, cellular operators, contact centers and companies master complexities and optimize enterprise procedures to reduce operational prices, maximize client retention and develop desirable-line salary. through trying out, monitoring, analytics and intelligence, Empirix helps corporations around the globe recognise the total value of their technology investments. Empirix become received in 2013 with the aid of private equity solid Thoma Bravo because the first step in an aggressive strategy to trap advantage of growth opportunities in the community functions industry. The commerce is creating a comprehensive portfolio of conclusion-to-conclusion network service assurance options for you to present consumers an integrated performance administration solution in an in any other case fragmented market.
Empirix is a trademark of Empirix, Inc. in the united states and other countries.
SANTA CLARA, CA--(Marketwired - March 22, 2017) - Dubai Police are making life less difficult and safer for contributors of the generic public, with the back of Avaya. residents, residents and guests to Dubai should subsist able to access non-emergency police capabilities by course of a separate toll-free quantity, with one point of contact for voice and convivial media interactions, after Dubai Police completes a challenge with Avaya to transform its conversation capabilities.
Alongside channel confederate connect IT, Avaya is offering a complete customer undergo transformation for Dubai Police by course of upgrading the drive to the latest Avaya aura communications platform. participants of the public can subsist in a position to contact Dubai Police the exhaust of the 901 toll-free number, and additionally talk with workers on convivial media platforms, speeding up response times and enabling law enforcement officials to receive information greater correctly.
The venture will exhaust Avaya air of secrecy to unify entire Dubai Police branches, providing voice, video, information and internet communications functions and functions to officers and other personnel, even if they're at a desk or patrolling the streets. the brand unusual communications apparatus will supply staff with the means to conference, participate and regard video, as well as different collaboration tools.
"This communications ameliorate will permit us to serve the generic public more advantageous and merit Dubai a safer, happier ambiance. with the aid of combining non-emergency functions beneath the 901 number, residents and friends may subsist able to contact Dubai Police more with ease, and with the aid of including convivial media assist, they are able to pace up response instances and merit features even more attainable."
important Engineer Obaid Salem Bin Ghelaita, Dubai Police
"building on the vision of their countrywide management to usher the world when it comes to superior national and resident features and actually merit this the happiest zone to live and search recommendation from, we've recognized the Avaya aura concede because the reform platform on which to transform their communique and client-carrier capabilities. With a greatly-better non-emergency contact middle, they will subsist in a position to provide a more superior, creative carrier to Dubai's public."
Captain Adil Saleh Al-Ali, Dubai Police
"Dubai has many times proven the style that executive can drive an innovation agenda. Departments reminiscent of Dubai Police Have at entire times been on the forefront of adopting advanced applied sciences so as to improving their personal provider capabilities. This consumer undergo transformation job will supply unusual governance models for a modern, digital world, and we're disdainful to labor with them in realizing this imaginative and prescient."
Mohammed Areff, vice president, middle East, Africa, Turkey, Avaya
"This unusual communications platform will allow Dubai Police to handle non-emergency calls with exceptional effectivity, and ensure advanced customer experiences each time. engaged on this mission with Dubai Police and Avaya has been a event of discovery about what can subsist accomplished when everyone is aligned on the identical goals -- to convey excellent consequences and merit Dubai a happier site to are living."
Ramzi Abi Saleh, nation supervisor, connect IT
Avaya allows for the mission important, precise-time communication purposes of the world's most distinguished operations. because the global chief in providing advanced communications experiences, Avaya offers probably the most comprehensive portfolio of application and capabilities for contact middle and unified communications with integrated, relaxed networking -- offered on premises, in the cloud, or a hybrid. today's digital world requires some kind of communications enablement, and no different company is more suitable positioned to achieve this than Avaya. For more tips, please talk over with www.avaya.com.
definite statements contained in this press release are forward-looking statements. These statements may well subsist identified via ahead-searching terminology such as "assume," "agree with," "continue," "might," "estimate," "are expecting," "intend," "may additionally," "might," "plan," "competencies," "predict," "should still" or "will" or different similar terminology. they now Have primarily based these ahead-searching statements on their current expectations, assumptions, estimates and projections. while they accept as fine with these expectations, assumptions, estimates and projections are budget friendly, such ahead-searching statements are only predictions and accommodate generic and unknown risks and uncertainties, many of that are beyond their control. These and different censorious elements may antecedent their actual effects, efficiency or achievements to disagree materially from any future consequences, performance or achievements expressed or implied with the aid of these forward-looking statements. For a list and silhouette of such hazards and uncertainties, please search recommendation from Avaya's filings with the SEC that can subsist institute at www.sec.gov. Avaya disclaims any intent or duty to supersede or revise any ahead-looking statements, even if because of unusual tips, future events or otherwise.
follow Avaya on Twitter, facebook, YouTube, LinkedIn and the Avaya linked blog.
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3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Test Code : 3101-1
Test name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor name : Avaya
real questions : 68 real Questions
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WASHINGTON – -(AmmoLand.com)- U.S. Secretary of the interior Ryan Zinke and Wyoming Governor Matt Mead today announced the department will prioritize the conservation of a mule deer migration corridor in southwest Wyoming through each deferred hire sales and rent stipulations.
The Bureau of Land management (BLM) will postpone very nearly 5,000 floor acres from potential oil and gas developments that intersect the inescapable purple wilderness to Hoback astronomical game migration corridor in southwest Wyoming. moreover, a unique hire keep will subsist connected to the closing parcels.
”Some North American astronomical game shuttle over 100 miles on their migration routes every year, and extra frequently than no longer, these routes traverse Federal, State, and personal lands. here's why it’s vital that the Federal government labor with the state to regulate administration and construction plans the site imperative in the event that they overlap migratory corridors or wintry weather latitude,” stated Secretary Ryan Zinke. “by combining hire deferrals, and hire stipulations, they can obtain the preempt stability on Federal lands. thanks to improvements in know-how, repeatedly useful resource progress may too subsist finished with runt to no floor occupancy. Balancing the conservation of habitat and the amenable building of supplies ensures the optimum upshot for the americans and wildlife that depend on their Federal lands. I’m grateful to Governor Mead for his commitment to my imaginative and prescient for protecting astronomical video game corridors and dissimilar exhaust of Federal lands.”
“I thank Secretary Zinke for working with me and the Wyoming game and Fish department to postpone these parcels and to augment a unique notice to businesses leasing the ultimate parcels that intersect the migration hall,” Governor Matt Mead of Wyoming pointed out. “This resolution gives the public and people involved within the Rock Springs aid administration intent Revision time to labor on steps that equipoise natural world needs with power construction needs. Wyoming will proceed to labor with the fork of the indoors to strike that steadiness.”
Secretarial Order 3362 requires the progress of habitat nice in western huge game migration corridors and working in finished collaboration with the states. in keeping with that Secretarial Order, WGFD worked with the BLM to postpone lands during which at the least 90 percent of the parcel is observed within an recognized massive game corridor, in this case the Sublette mule deer herd hall. Three parcels nominated for the September 2018 oil and fuel rent sale in Wyoming appropriate the ninety p.c standards and should subsist deferred from oil and gas leasing unless the BLM completes its Rock Springs resource administration intent Revision subsequent yr. For the ultimate parcels intersecting the migration hall a special rent subsist vigilant became developed:special hire subsist aware: This parcel is institute within a astronomical online game migration corridor targeted or at the jiffy beneath overview by the Wyoming online game and Fish department. The lessee or their particular operator could subsist required to labor with the BLM and Wyoming game and Fish fork to trap economical measures (see 43 CFR 3101.1-2) to sustain away from and minimize influences to hold huge online game migration corridor performance, similar to those contained inside the “Wyoming game and Fish fee Ungulate Migration hall approach” (February 2016). The BLM will motivate using grasp building Plans for operations proposed on this lease parcel in accordance with Onshore Oil and gas Order No. 1.
“The mule deer that exhaust this migration hall contribute greatly to the autochthonous economies and to the pleasant of life in Wyoming. They prize working along with the fork of the indoors in the interest of flora and fauna to conserve this migration,” referred to Scott Talbott, director of the WGFD.
BLM will proceed to carefully coordinate with the state of Wyoming earlier than offering Federal lands for oil and gas lease in large online game habitats, including migration corridors. Given technological advances in the oil and gas industry, the businesses regard subsurface resource construction will too subsist refrained from floor influences to the mule deer migration hall.
settling on acceptable areas to facilitate accountable power construction on public lands is viable and significant for the usa’s economic system and eventually, its security. Wyoming is likely one of the precise energy producers on public lands within the nation and in 2017, generated over $1.2 billion in mineral earnings lonely for the American taxpayer. in addition, hunters merit a contribution thousands and thousands of greenbacks to local economies, from their domestic states to Wyoming, as they trip from across the nation to pursue the herds of pronghorn, deer, and elk that roam the state.
McDonald’s posts maximum gulf; Dunkin’ manufacturers has the bottom
the relationship between CEO compensation and worker pay at public restaurant organizations varies widely, in response to information disclosed to the Securities and exchange fee.
Public organizations at the jiffy are required to disclose that hole, expressed as a ratio of CEO salary to median worker pay, for fiscal 2017 and past.
Of the 17 restaurant businesses which Have suggested the pattern this yr, Chicago-based mostly McDonald’s Corp., the nation’s largest restaurant company, had the maximum ratio at 3,one zero one:1, in accordance with Proxy perception, which provides information on international shareholder voting.
McDonald’s CEO and president Steve Easterbrook’s earned $21.eight million closing 12 months. The median pay for a McDonald’s employee, together with half-time laborers, in 2017 turned into $7,017.
McDonald’s CEO-to-median-employee ratio is among the optimum outside the restaurant industry as well. in accordance with a 2017 survey by Equilar, which tracks government compensation, McDonald’s CEO pay ratio ranked at No. three, at the back of Weight Watchers, with a CEO-pay-to-median of 5,908:1, and Mattel with a ratio of 4,987:1.
among restaurant corporations, the bottom ratio became stated with the aid of Canton, Mass.-based Dunkin’ manufacturers neighborhood Inc., father or mother to the Dunkin’ Donuts and Baskin-Robbins brands, at forty eight.four:1. CEO Nigel Travis’ 2017 compensation became $5.3 million, whereas the median employee pay throughout the equal length was $a hundred and ten,471.
Allowable exemptions were used in calculating Dunkin’s ratio, the enterprise talked about in SEC files. as an instance, to identify its “median employee,” Dunkin stated it annualized some worker compensation and excluded some non-U.S. employees, including a complete of 38 from Canada, China, German, Spain, the United Arab Emirates and the United Kingdom.
As of Dec. 30, Dunkin' manufacturers employed 1,148 americans of which 1,103 had been included in the pay-ratio calculation.
the unusual pay-ratio measure, first required of agencies for his or her fiscal 2017 years, changed into mandated by course of the Dodd-Frank Wall highway Reform and customer insurance intent Act. SEC guidelines had been drafted to provide businesses with flexibility in calculating the pay ratio, which is intended to inform shareholders when voting on “say on pay.”
A 2018 survey by using Equilar, which examined the CEO pay ratios at 356 public groups throughout industries, discovered that the median ratio for entire surveyed organizations changed into 140:1.
right here table, created by Proxy insight, offers a more in-depth appear on the wide sweep in CEO and employee compensation gaps for the 17 restaurant corporations that Have disclosed the information for his or her first fiscal years nascence on or after Jan. 1, 2017.
Contact Ron Ruggless at [email protected]
observe him on Twitter: @RonRuggless
Public organizations for the first time this yr must divulge how a lot greater they pay their chief executive than their median employee, a rule born in the wake of the fiscal calamity and amid a convivial backlash against rising salary inequality.
lots of Illinois’ largest groups debuted their CEO-to-employee pay ratios in recent regulatory filings, and the gaps, clearly, are big.
What’s much less limpid is what to merit of the brand unusual counsel.
At Northbrook-based mostly Allstate, CEO Tom Wilson’s $18.seventy six million compensation ultimate year was 230 times greater than the $eighty one,573 earned by means of the assurance enterprise’s median worker.
At Deerfield-based mostly Mondelez, former CEO Irene Rosenfeld, who stepped down in November, earned 402 instances greater than the snack-maker’s median worker — $17.11 million versus $forty two,893.
And at McDonald’s, CEO Steve Easterbrook’s $21.seventy six million pay package became 3,one hundred and one instances the $7,017 paid to the quickly-meals huge’s median worker, which the commerce defines as an element-time hourly restaurant crew member in Poland.
The leeway groups were given by means of the Securities and trade commission to compute their ratios makes it problematic to draw any meaningful conclusions, critics say, and huge CEO pay applications — which involve income, bonus, inventory alternate options, upward propel in pension value and other incentives — are rarely news. however the disclosure of median employee pay, a much less frequently pronounced determine, might present astronomical for employees renegotiating their personal pay or for job candidates evaluating abilities employers.
And for a lot of people who track executive pay, what might subsist most entertaining is to peer how the ratios alternate over time.
“Are they giving themselves a raise whereas the relaxation of the workforce is hurting?” renowned Rob DuBoff, director of corporate research at just Capital, a nonprofit research solid that ranks enterprises according to what its surveys parade americans imbue about most.
The ratio reporting requirement, mandated by Congress within the 2010 Dodd-Frank Act, is intended to give shareholders extra counsel for managing govt compensation. There isn't any goal ratio, and the ratios fluctuate vastly counting on enterprise size, industry and team of workers constitution.
Equilar, a compensation analysis business, has been monitoring company disclosures across the Russell 3000 index. As of mid-April, the median pay ratio stated changed into seventy two:1, in accordance with Equilar. The ratios latitude from 5,908:1 at Weight Watchers, whose unusual CEO became awarded several one-time awards ultimate 12 months as participate of her recruitment, to 0.1:1 at Texas-based power switch companions, whose CEO chose to trap a $1 annual earnings and forgo bonus and fairness incentives, so his compensation consisted of fitness advantages.
companies can exclude up to 5 percent of their non-U.S. team of workers however don’t should, some involve fitness merits within the compensation calculation but others don’t, and making can charge-of-living changes for geographic adjustments is non-compulsory.
additionally, the salaries of part-time, temporary or seasonal employees lower median worker pay, and businesses that depend heavily on those laborers tend to Have a wider CEO-to-worker pay gap due to this fact.
“what's it going to inform americans? On balance, runt or no,” renowned Donald Kalfen, associate at Lake woodland-based Meridian Compensation partners, which advises boards and senior administration on govt compensation considerations.
however proponents converse any pay transparency is advantageous, both for shareholders and for personnel who Have seen their own wages stagnate as CEO pay climbs.
“We should soundless subsist smartly-aware of these pay ratios as a result of they may additionally Come returned to chew these businesses if they’re manner out of whack,” mentioned Jay Rehak, president of the board of the Chicago lecturers Pension Fund, an institutional investor that manages $10.eight billion in pension investments for 63,000 individuals.
CEO pay has been rising when you regard that the Eighties, with a acute climb during the Nineties among colossal organizations driven with the aid of hikes in incentives and restricted inventory. through the flip of the millennium CEOs Have been making a hundred and twenty instances the pay of the generic worker, whereas in the 1970s they Have been making about 30 times more, in accordance with research with the aid of finance professor Carola Frydman and affiliate finance professor Dimitris Papanikolaou, each of Northwestern institution’s Kellogg college of administration. The researchers Have theorized that the pay hollow widens entire through durations of quick technological innovation since it turns into more essential to Have a skilled CEO who can develop the commerce amid these shifts.
even if highlighting the yawning hollow between the rank and file and the CEO shames groups into bringing CEO pay down, or median employee pay up, remains to subsist viewed, even though a few specialists renowned they doubted a fine deal current apart from on the extremes.
however perhaps extra crucial than laborers evaluating themselves against the CEO, whose compensation has been public for decades, is that they can now evaluate their pay with that of the business’s median employee, a determine that beforehand has no longer been purchasable.
there's concern that such comparisons may damage worker morale, but “that’s character of the element,” observed Ben Harris, former chief economist to vice chairman Joe Biden and now a traveling associate professor at Kellogg faculty of administration.
“when you are underpaid, recall to understand it, you should feel uncertain about it and too you should soundless subsist able to negotiate up,” Harris spoke of.
To Harris, worker's had been deprived in pay negotiations with employers as a result of most don’t Have entry to any profits assistance. realizing the median employee pay at their company gives workers an information factor for negotiating, “a tiny step on a very long undergo … to making their labor market aggressive,” he said.
historically, pay transparency hasn’t at entire times had the intended effect.
U.S. CEOs viewed incomes a hundred and forty instances greater than the medium worker »
When Congress mandated disclosure of CEO pay throughout the extremely fine depression in 1934, with the intent of narrowing disparities with the typical man, the upshot changed into to enhance the pay of the lessen paid CEOs who had been miffed that they fell below some of their peers, in accordance with a dissect with the aid of Princeton school researcher Alexandre Mas.
When the salaries of city managers in California Have been made public in 2010, it resulted in an eight % reduction of their pay, but additionally a seventy five p.c boost in their stop charges, an extra examine through Mas discovered.
Some academics subsist anxious that the unusual pay ratio disclosure could defer other unintended penalties.
as an instance, if corporations are self-aware of a astronomical pay ratio they could try to prick back it with the aid of outsourcing some of the decrease-paid labor to 3rd events to accept these low salaries off their payrolls, Kellogg’s Frydman observed. They might too change two part-timers with a full-time employee at double the profits.
“firms which Have a lot of half-time or seasonal personnel may not need to Have them anymore,” Frydman noted. “these types of affects subsist troubled me.”
Brian Tobin, senior customer associate in government pay and governance ensue in the Chicago workplace of Korn Ferry, a worldwide organizational consulting firm, said he doesn’t believe organizations are so fixated on the pay ratio that they'd alternate primary company practices. Most of his valued clientele Have not heard shareholders voice concern concerning the unusual disclosures, Tobin observed.
however companies should soundless foster inside speakme elements for employees who may too carry questions about where they stand in comparison with the median, so that supervisors can steer the discussion to considerations of skill construction and profession development, Tobin referred to.
As businesses demonstrate gigantic CEO-to-employee pay ratios, some agonize how low-paid worker's might trap the information »
“this is truly an chance to present this around and exhaust it to delivery these discussions,” he spoke of. “right here is how you movement out of your degree to that role that pays more.”
corporations were so concentrated on the methodology in the inaugural yr of the reporting requirement that many Have disregarded to communicate with stakeholders to position the numbers in context — a mistake that might compromise their means to appeal to and continue desirable skill, referred to joy Duce, accomplice in cost of human materials consulting capabilities at Naperville-primarily based Sikich, knowledgeable capabilities firm.
no longer most efficacious might latest personnel feel demoralized in the event that they contemplate they Fall below the median, however learning unusual hires seemingly will compare median worker pay between identical organizations or question income presents that don’t meet that degree, Duce pointed out.
“We’re now not seeing agencies trap handle of their story,” she stated. “these numbers will Have legs, and the indigent influence they may Have may well subsist monumental.”
lots of Illinois’ biggest groups Have tried to provide context for worthy pay ratios.
At Sears Holdings, CEO Eddie Lampert’s $four.34 million pay became 264 times the $16,442 earned with the aid of the retailer’s median worker, who's described as an element-time hourly worker. but considering only salaried personnel, whose median pay is $65,358, the ratio is sixty six:1, the company renowned in its filing.
Mondelez, with a 403:1 ratio, notes that of very nearly one hundred,000 employees in more than 80 international locations entire over, most are hourly, many are part-time or seasonal and eighty two % can subsist institute backyard the U.S., with 5 of the six largest employee populations in emerging market international locations. The enterprise excluded four,610 non-U.S. personnel from its median employee calculation, as authorized by using SEC rules. It didn't ensue a cost-of-living adjustment for non-U.S. workers.
“i might emphasize that we’re confident that they pay their personnel competitively in entire markets in which they operate,” Mondelez spokesman Michael Mitchell mentioned in an e-mail. “We benchmark at every degree of their corporation to merit certain their pay is reasonable and to allow us to entice and continue the surest skill.”
Median CEO pay at biggest agencies reaches a listing $15.7 million »
At Kraft Heinz, an additional snack-maker with identical profits, the CEO-to-employee pay ratio is much smaller, at ninety one:1. whereas its median employee pay, at $46,006, is akin to that at Mondelez, CEO Bernardo Hees made just $four.19 million final yr, 1 / 4 of former Mondelez CEO Rosenfeld’s pay package.
The contrast displays distinctive compensation philosophies. whereas Mondelez uses peer companies to cipher govt pay, comparing itself with organizations of an identical size and global breadth akin to Nike and Pfizer, Kraft Heinz adheres to a efficiency-pushed mannequin that reflects the cost its homeowners, 3G Capital and Berkshire Hathaway, zone on imbue efficiencies.
“We operate below a Pay for performance model — a direct link between providing results and incomes rewards that’s tied to goal success,” spokesman Michael Mullen pointed out in an emailed observation. “As an organization, they didn't meet their world inner ambitions ultimate yr, therefore, their CEO did not accept hold of a bonus in accordance with their compensation model, which impacted the pay ratio.”
As for McDonald’s, whose 3,a hundred and one:1 ratio is the biggest amongst Illinois’ biggest corporations reporting to date, the commerce didn't exhaust any approved exclusions regardless of its international staff. It notes that ninety percent of Easterbrook’s pay is according to commerce performance, and the value of the enterprise grew $36 billion remaining yr.
“Steve Easterbrook’s leadership has raised the bar for McDonald’s by using leading the commerce out of declining income returned to powerful growth, unveiling plans to merit the commerce greater sustainable for each shareholders and stakeholders entire while investing more in the training and competencies of the americans working in their restaurants,” spokeswoman Terri Hickey pointed out in an emailed commentary.
To DuBoff at simply Capital, the colossal ratio isn’t the basic challenge. What concerns greater is that if growth in CEO compensation is outpacing augment in pay for median personnel who struggle to merit ends meet.
simply 10 percent of McDonald’s U.S. laborers merit a residing wage, import their hourly wage is satisfactory to cowl local expenses for meals, housing and medical care, he noted.
The company “is a fine turnaround story, and the CEO should soundless definitely subsist in a position to participate in that,” DuBoff noted.
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